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\n Annual report finds engagement & intent to stay in Indonesia exceeds global average <\/p>\n
JAKARTA, INDONESIA\u00a0–\u00a0Media OutReach<\/a>\u00a0– 23 March 2021 – New research released today by Qualtrics<\/a> (Nasdaq: XM), the leader in
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According to the 2021 Indonesia Employee Experience Trends Report<\/a>, feeling
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Employee engagement in Indonesia
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Despite the challenges faced by businesses and government in 2020
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Well-being, which is an important contributor to overall EX, continues
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Three-quarters (75%) of employees in Indonesia rated their overall
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Lauren Huntington, EX Solutions Strategy, Qualtrics Southeast Asia,
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Uncovering the experience
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According to the Qualtrics study, 95% of employees believe it’s
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“While it’s pleasing to see employers listening to their teams, the
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“The business impact of listening and acting on feedback is huge. When
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About the study<\/b><\/p>\n
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The 2021 Global Employee Experience Trends Report examined more than
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To download the full 2021 Global Employee Experience Trends Report,
\nemployee experience (EX) and\u00a0creator of the experience management (XM)
\ncategory, has revealed the top drivers of employee engagement in Indonesia for
\n2021. <\/p>\n
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\na sense of purpose from my work<\/i> and continually
\nimproving the way work gets done<\/i> emerged as the top two drivers of employee
\nengagement. Having open and honest
\ncommunication, opportunities for learning and development, <\/i>and feeling proud of the company’s efforts to
\nhave a positive impact on the world<\/i> rounded out the top five.<\/p>\n
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\nabove global average<\/b>\u00a0 <\/p>\n
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\noverall levels of employee engagement in Indonesia were 76%, which exceeded the
\nglobal average of 66%. Intent
\nto stay in Indonesia also exceeded the global average, with 79% of respondents
\nsaying they intended to stay with their organisation three years or more -
\ncompared to 70% globally.<\/p>\n
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\nto be a priority for workers and is predicted to be a key trend for
\norganisations in 2021. A sense of belonging is of particular importance in the
\ncontext of well-being. Employees who feel like they belong are almost 3x more
\nlikely to rate their well-being favourably than those who feel like they don’t
\nbelong (84% vs. 23%). <\/p>\n
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\nwell-being as favourable, which again exceeded the global average of 67%. <\/p>\n
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\nsaid: “2020 irreversibly changed the working world, and globally we saw
\nengagement drivers shift considerably last year. As businesses and governments
\nlook forward to 2021 we expect to see these engagement drivers evolve once
\nagain as restrictions continue to change. To ensure teams are provided with the
\nsupport and services they need in fast changing situations it is critical
\nleaders are able to understand how emerging trends are reshaping the workplace,
\nand what they can do to design and improve employee experience.” <\/p>\n
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\ngap<\/b><\/p>\n
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\nimportant their company listens, with 78% saying they have the opportunity to
\nfeedback. However, only 44% say their company acts on feedback well.<\/p>\n
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\nstudy outlines the critical importance of acting on feedback. There is no one
\nsize fits all approach to improving the employee experience. By capturing
\nresponses from their teams across the entire employee lifecycle and in key
\nmoments that matter, businesses are able to design improved experiences.” <\/p>\n
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\norganisations do take action, scores increase across employee engagement (89%),
\nwellbeing (87%) and intent to stay (90%),” said Huntington.\u00a0 <\/p>\n
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\n11,800 full-time employees across 20 different countries around the world, to
\nfind out what’s changed in employee experience, and what is driving employee
\nengagement in a post-COVID world.484 respondents polled were from Indonesia. <\/p>\n
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\nplease\u00a0click here<\/a>.\u00a0<\/p>\n
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